The 5-Stage Process that Recruiters Follow when Recruiting Logistics Professionals

Logistics is among the fastest growing industries globally. The responsibility of a professional in the logistics industry is responsible for managing the manner in which goods flow from their point of origin, to their point of consumption. To be part of this industry therefore, it is vital that you set yourself apart from the ever-growing workforce. This requires preparation on your part; and a large part of that is in understanding how recruiters go about finding professionals in your field. The following is an outline of the process helps to ensure that there is consistency and compliance in this recruitment process.

1. Identifying and Describing Available Positions

This step enables organizations to work with recruiters in determining whether the logistics position needs to be created and/or filled; or whether the role will be absorbed within the company’s existing personnel. The recruiter acts in the best interests of both the company and the potential employee. As such, in cases where employing new personnel is not within the company’s budget, the recruiter may advise them to absorb the roles and distribute them among existing personnel. If the recruiter establishes that the company does indeed need a new logistics professional and is well equipped to meet the professional’s needs, he/ she then develops position-descriptions that are unique to the business’ needs. The description includes:

General information on the available vacancy

The purpose of the position

Essential job functions

Basic and preferred qualifications

2. Developing a Recruitment Plan

Once the available logistics positions have been identified, a documented recruitment plan is prepared for approval by the management unit of the company. This is important to recruiters in order to streamline and standardize the process as much as possible. This recruitment plan basically outlines the strategy that the recruiter is going to use in order to attract and hire the best-suited candidate.

3. Advertising Available Logistics Positions

Advertising is most often with an aim of attracting suitable candidates. Besides this, it also helps to market both the position and the company that is seeking to recruit personnel. It is important to note that recruiters often provide complete job descriptions in advertisements, as well as the mode of application for interested candidates. Pay keen attention to these details and tailor your application accordingly.

4. Conducting Interviews

Recruiters are keen to ensure that each candidate is assessed by more than one individual. This helps to promote transparency and reduce the chances of making a decision based on personal bias. In many cases, the recruiter will seek to work with a team that includes at least one individual who clearly understands the role in logistics and how it affects functioning of the organization. This is essential in ensuring that the candidate meets the purpose of the role, consequently helping to meet the mandate and objectives of the company.

5. Selection and Hire

Once the interviews have been completed, the team then convenes to discuss individual interviewees. Each member of the team assesses their selection criteria and expectations; and the extent to which they were met by the candidates. Reference checks are also carried out to obtain information from their former employers, on a candidate’s work performance and behaviour. Once satisfied, the recruitment team then forwards the selected candidate’s name to the company for final approval.

This process is designed and targeted towards attracting a talented and diverse applicant pool of logistics professionals.